Pay Equity is "equal pay for work of equal value". The Pay Equity Act [RSO 1990] requires that jobs be evaluated and work mostly or traditionally done by women be compared to work mostly or traditionally done by men. The purpose of pay equity is to address gender discrimination in compensating female job classes. If jobs are of equal or comparable value, then female jobs must be paid at least the same as male jobs.
The Pay Equity Act is based on the following general principles:
"female job classes", or jobs performed mainly by women, are compared to "male job classes", or jobs performed mainly by men; these jobs may be quite different,
the value of the job itself is the basis of the comparison; an employee's performance in the job is not measured;
the value of a job class is determined by measuring the factors of skill, effort, responsibility and working conditions,
where a female job class is found to be of equal or comparable value to a male job class, the female job class must be provided with at least the same compensation as the male job class;
an employee's pay cannot be lowered to achieve pay equity; and
if a female job class is due an adjustment, both men and women in that job are entitled to the adjustment.
In accordance with The Pay Equity Act, Trent University has established and maintains a Pay Equity Plan. The Job Evaluation Tool and Process agreed to by the University and OPSEU, Local 365 must continue to be in compliance with Ontario’s Pay Equity Act.
The following links are being offered to provide you with additional information about pay equity and related issues. Trent University is not responsible for information on sites that we link to. Any comments or inquiries regarding these sites should be directed to the individual organization.